Even as our company has grown, we have maintained our commitment to a few simple, but powerful core beliefs. Based on three decades of experience, Overland Resource Group focuses on four principles to guide our practice.

Build a Competitive Advantage

A business' day-to-day operations are where everything - materials, technology, plans, systems and people - is combined and subjected to intense pressure. Operations is where an organization forges its success or failure.

Some consulting firms arrive with an army of experts ready to change everything. We don't. We already know that a business' employees understand its day-to-day operations better than any expert. Our task is to provide the skills, structures, and guidance employees need to share their knowledge and experience.

Bring Labor & Management Together

In many organizations, union and management relationships have been bred on conflict and discord. But while Labor and Management are busy thwarting each other's plans, the competition is stealing the future. Labor and management are indelibly tethered. Pulling together creates powerful momentum; pulling in opposite directions stalls forward motion.

The most effective partnerships are those which are entered into with clear understanding about the boundaries and areas of opportunity. Partnership does not negate management's rights to run the business, nor does it replace the union's responsibilities to represent its members, negotiate, arbitrate or utilize a grievance process. Effective labor-management collaboration does provide a means for broader involvement in and discussion about business decisions that impact the organization and its employees.

Balance People & Profits

Most change efforts fail. Why? Because they ignore either the needs of the people involved or the economic needs of the organization. Budget pressures, for example, can push change processes aside before they can prove themselves. Or sidestepping critical people issues can make the effort meaningless to the workforce.

Overland Resource Group's role as a trusted advocate is to help both labor and management clients balance the needs of the people and the business. We help them face and understand divisive issues and historic conflicts. We help the parties hear each other's perspectives, and learn how to address one another's interests in a productive fashion. As labor and management leaders form and mature joint teams to support the organizational change, much of what had been arbitration issues can be resolved through interest-based conversations.

Require Client Commitment

We require both labor and management to commit to change because that is the only way they can succeed. This includes not only a commitment of resources, but a deep commitment to all those involved - employees, customers, shareholders, and suppliers. We believe so strongly in the importance of our role as a neutral, third party, that we only work in client systems where both labor and management have agreed they want to work with us. Both parties hire us, either can fire us.